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Conde Nast mocked for advertising Anna Wintour's iconic Vogue role to the public on LinkedIn
Conde Nast mocked for advertising Anna Wintour's iconic Vogue role to the public on LinkedIn

Daily Mail​

time02-07-2025

  • Entertainment
  • Daily Mail​

Conde Nast mocked for advertising Anna Wintour's iconic Vogue role to the public on LinkedIn

Ready for your next career move? Maybe the Head of Editorial Content for US Vogue is the position for you. The hiring process has begun for Anna Wintour 's highly-coveted role at Vogue after the style icon stepped down from one of her positions at the fashion bible following 37 years at the helm. While it's expected that a high-profile editor already known to the company is likely to be appointed the position, job seekers were amused to find Condè Nast are advertising the role to the public on LinkedIn. The position was posted on the social networking platform, which is specifically designed for professionals, and shared by the official Condè Nast account. Featuring a collage of pink couture dresses in various shades, the banner across the center read: 'We are hiring.' 'Condè Nast is hiring a Head of Editorial Content for US Vogue,' the accompanying text read, along with an email to send resumes to. While it's not unusual for roles to be shared on the platform, the seniority and prestige of the role being shared to the general public had prospective applicants amused. 'Crying at Condè Nast pretending to consider applications for the top Vogue job from people on LinkedIn,' one user posted, sharing a screenshot to X, formerly known as Twitter. 'Acting like they're not finishing up negotiations with the candidate already,' one user joked in response. 'What if all of this is just marketing for Devil's Wear Prada 2?' chimed in another. 'So weird seeing this role advertised, I thought it would have been recruited behind closed doors,' observed another. Someone else agreed, writing: 'Can't wait for us to hear about the replacement they 100% selected before posting this and we find out it's a big name who probably hasn't seen a job application in decades.' 'A million girls would kill for this job,' wrote another, using an iconic line from The Devil Wears Prada, said to be based off Wintour herself. Last week, Wintour told staffers that she will be hiring a new head of editorial content at American Vogue. She will continue to hold her position as Condé Nast's global chief content officer and global editorial director at Vogue, and the new head of editorial content will report directly to her. As chief content officer, Wintour oversees every brand globally, including Wired, Vanity Fair, GQ, AD, Condé Nast Traveler, Glamour, Bon Appetit, Tatler, World of Interiors and Allure - among others. Last week, Wintour told staffers that she will be hiring a new head of editorial content at American Vogue She will continue to hold her position as Condé Nast's global chief content officer and global editorial director at Vogue, and the new head of editorial content will report directly to her Wintour first became editor in chief of Vogue in 1988 and is credited with completely transforming the famed fashion magazine. She is also behind making the Met Gala what it is today - a red carpet event attended by the fashion elite, as she handpicks the celebrities and makes sure to greet them personally. Wintour's first job was on the now-defunct Harpers & Queen. Before she took over at Vogue as editor-in-chief, she was its creative director. She then went back home to British Vogue, where she served as editor-in-chief from 1985 to 1987, before rejoining American Vogue. Her famed covers included appearances from A-listers such as Oprah Winfrey, Madonna, Ivana Trump, Kate Moss, Naomi Campbell, Christy Turlington and Cindy Crawford.

7 Job Posting Red Flags You Can't Afford To Ignore In 2025
7 Job Posting Red Flags You Can't Afford To Ignore In 2025

Forbes

time23-06-2025

  • Business
  • Forbes

7 Job Posting Red Flags You Can't Afford To Ignore In 2025

Identifying job posting red flags early can help you steer clear of toxic workplaces. The job market has become a minefield of deceptive practices, with 81% of recruiters posting "ghost" jobs that don't actually exist. As companies compete for talent, many craft job postings with language that masks toxic work environments, unrealistic expectations, and compensation issues. To help you dodge these toxic roles and land better opportunities, I've identified the seven most damaging job posting red flags that signal trouble ahead—and exactly how to handle each one when you encounter it. 1. The "Unlimited PTO" Trap Unlimited paid time off sounds like the ultimate employee benefit, but it's often a strategy designed to improve a company's balance sheet rather than enhance employee well-being. While only 8% of American employers offer this perk, career experts warn that it frequently leads to employees taking less vacation time due to guilt and unclear boundaries, with time off typically requiring employer approval despite the "unlimited" label. Ask these key questions: "What's the average number of PTO days employees actually take per year?" and "Can you walk me through the approval process?" Warning signs: Vague responses about "as much time as you need" or emphasis on "getting work done first" without clear boundaries. Look for instead: Companies with specific minimum PTO requirements (e.g., "15+ days encouraged") and leadership that actively models time off. 2. Vague Compensation Language Job posting phrases like "competitive salary," "salary commensurate with experience," and "uncapped earnings potential" are red flags that typically indicate below-market compensation, a lack of transparent pay structure and limited negotiation room. "Uncapped earnings potential" is particularly concerning, as it usually means extremely low or non-guaranteed base pay with income heavily dependent on difficult-to-achieve commissions or bonuses. Research first: Use salary sites (Glassdoor, PayScale) to know market rates and check if the company is in a salary transparency state. Ask directly: "What's the salary range for this position?" and "What percentage of employees hit their bonus targets?" Negotiate smartly: Focus on base salary rather than total compensation potential, and get everything in writing. 3. The "Family" Culture Warning When job postings describe companies as "like a family," this seemingly warm phrase often masks concerning workplace dynamics, including blurred professional boundaries, unpaid overtime expectations, emotional manipulation to increase workload and informal decision-making processes that favor certain employees. Companies with genuinely supportive cultures describe their environment in specific terms, highlighting concrete benefits, career development opportunities and clear advancement paths rather than relying on emotional language. Ask for specifics: "Can you describe your promotion process?" and "What are the boundaries around after-hours communication?" Watch for: Responses emphasizing "loyalty" over development or company social events being highlighted as primary benefits. Seek instead: Clear organizational charts, documented overtime policies and specific professional development budgets. 4. Unsustainable Work Expectations Job posting terms like "fast-paced environment," "thrives under pressure," and "work hard, play hard" often signal deeper organizational problems, including understaffing, unrealistic deadlines, poor work-life balance and high employee turnover rates. Companies using this language frequently try to normalize unsustainable work conditions by framing them as exciting challenges, which can translate to mandatory "optional" events, unpaid overtime and expectations to always be "on." Clarify expectations: Ask about typical work hours, average employee tenure and how they handle stretched resources. Research thoroughly: Check Glassdoor for mentions of burnout and whether the company consistently hires for the same roles. Assess your fit: Consider your stress tolerance and whether the experience is worth the potential risk of burnout. 5. The Jack-of-All-Trades Deception Phrases like "wear multiple hats," "jack-of-all-trades needed," and "diverse responsibilities" often reveal that one person is expected to do the work of several employees due to inadequate staffing, limited resources and unclear role boundaries. Employees in these positions frequently become overwhelmed, unable to develop deep expertise and struggle to demonstrate clear achievements for career advancement—all while receiving compensation that doesn't align with the breadth of responsibilities. Get specific: Ask what percentage of time you'll spend on each responsibility and what support systems are in place. Evaluate compensation: Research salaries for each responsibility mentioned and negotiate based on the combined scope of work. Consider timing: This approach may be suitable for startups with equity or roles that have clear growth trajectories but avoid it if unclear reporting structures exist. 6. The "Entry-Level" Myth "Entry-level position requiring 3-5 years of experience" is one of the most frustrating contradictions in job postings, signaling that companies want advanced skills without paying for experienced professionals. These positions create impossible barriers for genuine entry-level candidates while potentially undervaluing experienced professionals, often indicating that companies lack understanding of their actual staffing needs or are attempting to justify below-market compensation. For newer candidates: Apply if you meet 60-70% of the qualifications and highlight transferable skills from relevant projects or educational experiences. For experienced candidates: Question the classification directly and research the compensation for mid-level positions at the company. Universal approach: Seek companies with honest level designations ("Associate," "Junior") and clear career progression paths. 7. Transparency and Communication Issues Job postings that lack clear information about roles, responsibilities, benefits and company structure represent a significant warning sign that legitimate employers should never exhibit. Companies that are evasive about basic job details, including vague job descriptions, missing reporting structures, unclear benefit descriptions and inconsistent information across platforms, are likely to continue this pattern of poor communication once you're hired, extending to performance expectations, advancement criteria and company policies. Cross-reference everything: Compare job postings across platforms and research the company's organizational structure on LinkedIn. Ask for clarity: Request detailed job descriptions, reporting structures and benefit information because legitimate employers will provide these. Walk away if: You get multiple evasive responses, inconsistent information from different interviewers or pressure to decide without full details. Protect Yourself from Job Posting Red Flags Employees who overlook these warning signs during their job search often find themselves trapped in unsuitable roles for months. Many report that toxic workplaces take a serious toll on their mental health. When professionals get stuck in dysfunctional positions, their career growth also stalls significantly. That's why spotting job posting red flags is crucial. Learning to recognize these warning signs early protects you from unhealthy work environments and positions you for long-term career success.

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